2022 KP People Report

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2022 KP People Report

Addendum

Additional Data

Workplace Culture

Hybrid/Remote Work

Dashlane:

Guide to Hybrid Work⁠

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Envoy:

2022 Workplace Trends Report⁠

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Glean:

Hybrid Workplace Habits & Hangups Report⁠

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Rippling:

New Workweek Survey⁠

Link Pay to Performance?

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Source: Andrew Bartlow, co-author of

Scaling for Success⁠

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Onboarding Tools for New Hires

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Percentage of Fully Remote Employees

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Return to Office Plans

Majority of companies <100 employees have finalized their return to office plans or are planning to remain 100% remote. For companies that are not 100% remote and have finalized their return to office plans, many are leaving it up to individual departments/teams.

Close to 40% of companies that have more than 100 employees are still finalizing their return to office plans. In many cases, these offices have re-opened but it is optional for employees to go in.

Return to Office:

37% of companies are fully-distributed

28% optional (up to employees)

24% dependent on individual teams/department

9% mandatory companywide in-office policy (ranges from 1 - 5 days in the office)

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Employee Preference on Return to Office

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💪 Challenges

Low attendance: factors include: 1) city safety concerns; 2) rising cost of gas; 3) little interaction/collaboration happening - many are in Zoom rooms when they are at the office.

Setting up office for hybrid workplace.

Lack of adequate space (we are moving to a new office).

Testing is expensive (we use Cue), requires an employee to be on-call, & is not 100% accurate - Hard to plan amenities (coffee/snacks etc) around very inconsistent attendance.

Adjusting to daily commute.

Keeping work areas sanitized:

We continued to stay vigilant on keeping our work areas clean, sanitized, and disinfecting materials are handy for all employees.

Our HQ is the only location where employees come together. It's twice a week, optional, and main challenge was still comfortability level of being in person towards tail end of Covid concerns/Vaccination rollout. — hardtech.

We eliminated our receptionist role, cut cleaning and 3rd party food services during the lockdown. As folks are going back in increased numbers, piecing these services together without the same resources has been a challenge but not too significant. We're currently ramping up our cleaning, office arrangement and food service plans. Ensuring we're being responsible with safety as the COVID realities shift so quickly has been another challenge.

Social distancing, not everyone wants to return.

General switch from WFH flexibility to seeing/remembering the uplift from working in person together. A little COVID cautiousness cohort which is natural.

Changing COVID safety protocols due to local laws/mandates, providing the right level of perks (snacks, meals, the right level of IT or PeopleOps in-office support, commuting stipends, etc.).

Changing regulations, mask requirements, new variants of covid.

We opened a small dedicated office in SF (within a WeWork) as a 3m experiment at beginning of March. Usage is optional (and limited to fully vaxxed employees) & we're tracking utilization. Managing hybrid schedules is tricky given how much hiring we've done outside SFBA. No-one wants to commute into the office to spend >50% their time sat on zoom calls.

Companywide recommendation - Majority of employees returning to the office 4-5 days a week. We lose candidates once in a while but good filter.

People are very happy coming to the office. Open space vs. Meetings room. Our office is too small for all employees at once. Companywide recommendation: Majority of employees returning to the office min of 2 days a week.

Compensation

From Carta’s

State of startup compensation, H1 2022⁠

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Note: There was a wave of companies that shifted their compensation philosophy to paying the same regardless of where the employee was located (i.e. not localizing) and choosing the SF/Bay Area as their anchor point. As companies adjust their comp strategy in this current environment, we are seeing a trend for those companies that are not localizing using the US national average, and shifting away from using SF/Bay Area as the benchmark.

Additional Insights from Pave:

Salaries Have Risen for Software Engineers.

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Recent data shows that Software Engineering executive salaries have risen more than 25% year-over-year.

Note: 2022 Q2 data is quarter-to-date as of 6/22.

2. Female Engineering Executives Outearn Males

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While average new hire salaries for female software engineering executives have been trending near or above males since early 2021, at the professional and manager levels, women still earn nearly 13% less than men.

Benefits

Some additional data from the Sequoia Benefits team.

Mental Health - Mindfulness/meditation apps continue to grow in popularity (41% in 2021) as well as offering company-wide mental health days (16% in 2021).

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2. Retirement/Financial Wellbeing - As employee stress over financial security continues to rise, more employers are offering financial support and educating employees on how to get the most out of their retirement and savings plans.

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Additional Links

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`Workplace Culture`⁠

Community & Social

FullStory:

FS Voices: Getting to know each other beyond a Slack handle⁠

OKRs

Coursera:

OKR Certification: Leadership and Goal Setting⁠

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What Matters:

John Doerr’s OKR - Measure What Matters⁠

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L&D

Synthesia:

Discover Synthesia in 2 minutes⁠

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`Compensation`⁠

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California's Pay Transparency Law⁠

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Lattice:

Employee Perspectives on Compensation⁠

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`Current Environment`⁠

Lattice:

2023 People Strategy Report (launches Nov 1st, 2022)⁠

Carta:

State of Private Markets: Q2 2022⁠

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Pitchbook:

May 2022 Global Markets Snapshot⁠

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Pave:

Hiring Data Shows Trending Rise in Layoffs⁠

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RIF Resources:

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The Worker Adjustment and Retraining Notification (WARN) Act⁠

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`Diversity, Equity, Inclusion & Belonging`⁠

Gem:

2022 Recruiting Trends Report⁠

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Black Women on Boards⁠

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The KP team has a growing Board Talent database of experienced and emerging board candidates. If you are interested in serving on a board, please fill out

this form⁠